QuayFiveLtd

After daily tweets & advising on culture since 2016, it’s time for a spell of management & bringing it to life. Thx for following: find me @kirstybashforth

[QuayFiveLtd @quayfiveltd]

Last tweet for a while after 4.5 yrs as I head back into mment, with a remit of people, communications, culture. In that time culture has moved more mainstream in business & the ESG focus should keep it there. Tipping point reached? Let’s hope so - it’s about time #cultureshift

[QuayFiveLtd @quayfiveltd]

Any #cultureshift takes a combination of leadership tone/behaviour/effort, process change, symbolic/totemic adjustments.....and everyone feeling part of it, not “being done unto”. Got to be owned throughout. Over and over, with practise & consistency #organisationaldynamics

[QuayFiveLtd @quayfiveltd]

It is absolutely possible to shift a culture - it does take time, and clear leadership that demonstrates that change, and follows through on it. Uber is a live example to track #cultureshift #organisationaldynamics

[이보영 Bo Young Lee (she/her/they) @jboyounglee]

Proud of the progress we're making at Uber. The journey is long and change takes time but we won't ever lose focus.

"Uber, which in the past was criticized for a cutthroat work culture, perhaps goes further than any other company." https://t.co/p7IbDjXTQ4

[QuayFiveLtd @quayfiveltd]

With so much distributed working, a focus on culture is now unavoidable in driving performance, no matter how much its criticality might have been resisted till now. It’s always been core, now it’s moved mainstream for all #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

Today, half of Americans who were employed pre-Covid now report working from home. What does this mean for the future of the office? https://t.co/ehha9m4Aym

[QuayFiveLtd @quayfiveltd]

Always listen, always ask - never assume. Because everyone is different (context, motivations, ambitions, skills, experience). Core principle in overseeing work culture #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

As your company makes decisions about remote work moving forward, resist the urge to make assumptions about people — instead, collect and analyze data. https://t.co/YnlrbuBovo

[QuayFiveLtd @quayfiveltd]

A great sign that a company’s culture really matters is when employees reflect it in dealing with customers...without being asked. #cultureshift #organisationaldynamics

[QuayFiveLtd @quayfiveltd]

It’s often the seemingly small details that can make an enormous difference in an organisational culture. Focus on them #cultureshift #organisationaldynamics

[Two Piers Consulting @twopiersconsult]

Pronouncing someone's name correctly isn't just common courtesy, it's an important part of inclusion. LinkedIn's newest feature lets you record your name pronunciation for others to hear and learn 🔊. It's time we put respect on people's names. Learn more: https://t.co/JpVj2OtRFW

[QuayFiveLtd @quayfiveltd]

And line up your culture to underpin and deliver on it. You will enable more engaged and productive colleagues in the process #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

Purpose isn’t magic — it’s something we must consciously pursue and create. With the right approach, almost any job can be meaningful. https://t.co/vPOl9uSaxb

[QuayFiveLtd @quayfiveltd]

Any org culture must adapt for country culture differences - but don’t use that as an excuse for inconsistency. There are core elements no matter where you operate - UK, Mongolia, Brazil - that are vital to your global way of working #cultureshift #organisationaldynamics

[QuayFiveLtd @quayfiveltd]

Alignment alignment alignment - fundamental #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

Truly great cultures exist when behaviors, systems, and practices all line up with the organization’s values. https://t.co/TKODUqMLbH

[QuayFiveLtd @quayfiveltd]

Asking a fresh pair of eyes to take a look at your culture will help you see things you otherwise become blind to #cultureshift #organisationaldynamics

[QuayFiveLtd @quayfiveltd]

You know culture really matters when you make it a formal part of the role of one of the top executives. It’s not everything, but it’s a strong start #cultureshift #organisationaldynamics

[QuayFiveLtd @quayfiveltd]

It’s possible to gain quite some insight into a company’s culture during the interview process - that should also be a lesson for the company as potential recruits make choices #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

If expressing different opinions isn’t welcomed in an interview, it probably won’t be encouraged once you’re part of the company. https://t.co/XT7uEo4ifT

[QuayFiveLtd @quayfiveltd]

Absolutely. Engagement is necessary but not sufficient. It must be aligned with purpose, strategy, values and partnered with learning, listening for ideas everywhere and efficiency measures ...to enable real productivity #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

Managers should invest in creating a culture of both engagement and productivity. https://t.co/NyZcGywKMT

[QuayFiveLtd @quayfiveltd]

To overseee your culture effectively, actively listen, and work hard to create an environment where it is comfortable to share the realities #cultureshift #organisationaldynamics

[Mark C. Crowley @MarkCCrowley]

"When people realize they are being listened to, they tell you things."
~ Richard Ford
#Leadership #Management #Success
#Curiosity #LeadFromTheHeart

[QuayFiveLtd @quayfiveltd]

If you want or need to shift your culture, go to where people are now and work out what’s in it for them to shift habits, rather than trying to persuade them from your position to change. #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

Rather than trying to persuade people to do something, get them to persuade themselves. Here are three ways to do that. https://t.co/nEfqe5waHp

[QuayFiveLtd @quayfiveltd]

It always is and always has been, but perhaps this crisis, since it has affected everyone, will start to tip this sense of culture as core into being “the norm” #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

“The culture of organizations, and their people, and how leaders show up during this moment — all of that will define who’s going to be successful in the future,” said Chuck Robbins of Cisco Systems. https://t.co/wC7zeN7zAf

[QuayFiveLtd @quayfiveltd]

Culture is a core driver of performance and sustainable value. It’s the edge over someone else’s strategy. Put the right focus on it #cultureshift #organisationaldynamics

[Mark C. Crowley @MarkCCrowley]

NY Times bestselling author Dan Coyle spent 4 Yrs studying the world’s most successful organizations (including Seal Team Six, global design firm IDEO & 5-time NBA champions San Antonio Spurs).
Turns out they have something in common!
#Leadership Podcast!
https://t.co/Gn5D0ISLtM

[QuayFiveLtd @quayfiveltd]

And they can 1. Prevent you from understanding the real culture in your organisation 2. Impact the culture negatively if people don’t feel they can be honest #cultureshift #organisationaldynamics

[Harvard Business Review @HarvardBiz]

As you acquire more power, people are more likely to want to please you by listening more attentively, agreeing more, and laughing at your jokes. All of these things tickle the ego. https://t.co/de4s0l7cPq

[QuayFiveLtd @quayfiveltd]

There is no average audience - people interpret same data differently depending on their context and prefer different channels. So go to where people are and be more bespoke. It’s harder work, but it improves engagement #cultureshift #organisationaldynamics

[Fast Company @FastCompany]

Think about your mode of communication. One size does not fit all. https://t.co/pR6j7YTQKc